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Different types of Leadership

People are exposed to different theories that explain leadership. Experts like
Maslow, Smith, Barnard, Deming, Mayo, Fayol and Weber have explained the
concept of leadership comprehensively and have analysed its countless
characteristics.

Autocratic Leadership

The autocratic leader is given the power to make decisional one, having total


authority. He assumes his role as master of the people and imposes his will and
no one is allowed to challenge them.

Bureaucratic leadership

The bureaucratic leader believes more in very structured programs and policies.


Universities, hospitals, banks and government usually require this type of leader
in their organizations to ensure quality, increase security and decrease
corruption.

Charismatic leadership

The charismatic leader leads by infusing energy and eagerness into their team
members.

Democratic leadership or participative leadership

The democratic leader listens to the team’s ideas and studies them, but hold the
responsibility to make the final decision. Team players contribute to the final
decision therefore increasing people satisfaction and ownership, feeling their
input was considered when the final decision was taken.

Laissez-faire leadership

The laissez-faire leader gives no continuous feedback or supervision because


the employees are highly experienced and need little supervision to obtain the
expected outcome. This type of style is also associated with leaders that do not
lead at all, failing in supervising team members, resulting in lack of control and
higher costs, bad service or failure to meet deadlines. In government this is what
the type of leadership which may drive to anarchy.
People-oriented leadership

The people-oriented leader is the one that, in order to comply with effectiveness
and efficiency, supports, trains and develops his personnel, increasing job
satisfaction and genuine interest to do a good job (Fiedler, 1967).

Servant leadership

The servant leader facilitates goal accomplishment by giving its team members
what they need in order to be productive. This leader is an instrument employees
use to reach the goal rather than a commanding voice that moves to change.

Task-oriented leadership

The task-oriented leader focuses on the job, and concentrates on the specific


tasks assigned to each employee to reach goal accomplishment. This leadership
style suffers the same motivational issues as autocratic leadership, showing
no involvement inthe teams needs. It requires close supervision and control to
achieve expected results (Fiedler,1967). Another name for this is deal maker and
is linked to a first phase in managing change, enhance, according to the
“organize with chaos” approach (Rowley & Roevens, 1999).

Transactional leadership

The transactional leader is given power to perform certain tasks and reward or
punish for a team’s performance. It gives the opportunity to the manager to lead
the group and the group agrees to follow his lead to accomplish a predetermined
goal in exchange for something else. Power is given to the leader to evaluate,
correct and train subordinates when productivity is not up to the desired level and
reward effectiveness when expected outcome is reached (Burns, 1978).

Environmental leadership

The environmental leader is the one who nurtures group or organizational


environment to affect the emotional and psychological perception of an
individual’s place in that group or organization. An understanding and application
of group psychology and dynamics is essential for this style to be effective. The
leader uses organizational culture to inspire individuals and develop leaders at all
levels. This leadership style relies on creating an education atmosphere where
groups interactively learn the fundamental psychologyof group dynamics and
culture from each other. The leader uses this psychology, andcomplementary
language, to influence direction through the members of the inspired group to
dowhat is required for the benefit of all (Carmazzi, 2005
Transformational leadership

The transformation leader motivates its team to be effective and efficient.


Communication is the base for goal achievement focusing the group in the final
desired outcome or goal attainment. This leader is highly visible and uses
chain of command to get the job done. Transformational leaders focus on the big
picture, needing to be surrounded by people who take care of the details. The
leader is always looking for ideas that move the organization to reach the
company’s vision (Burns, 1978).

Components of transformational leadership

Sullivan and Decker (2001) define transformational leadership as “a leadership


style focused on effecting revolutionary change in organizations through a
commitment to the organization’s vision" and mission.
Transformational leadership redefines people’s dreams, renews their
commitment, and restructures their vision for achievement through mutual
stimulationTransformational leadership converts followers into leaders and
leaders into moral masters.
The components of transformational leadership

(a) Idealized Influence


The major characteristics of transformational leadership include engendering
trust, admiration, loyalty, and respect amongst followers through charisma.
Transformational leaders strive towards creating such a state of idealized
influence by:
 setting a vision and explaining the road map to attain the vision in
satisfactory manner
 leading by example
 showing a high level of ethical conduct

(b) Inspirational Motivation


The transformational leader inspires followers to attain new goals through
inspirational motivation, namely,
 developing a clear and appealing view of the future
 developing a shared vision in both economic ,social and ideological
values
 encouraging followers to become part and parcel of the overall
organizational culture and environment
(c) Intellectual Stimulation

Transformational leadership encourages change through intellectual stimulation.


Transformational leaders raise their followers’ awareness regarding problems
and develop their capability to solve such problems in many ways. Some of these
ways are:
 creating an environment conducive to the sharing of knowledge
 encouraging innovation and creativity
 encouraging the suggestion of revolutionary ideas without fear of
punishment or ridicule

(d) Individualized Consideration

The transformational leader treats each follower as an entity and considers his
individual talents before deciding what suits him to reach higher goals.
A transformational leader applies such individual considerations by:
 listening to each follower’s needs and concerns
 expressing words of thanks or praise as a means of motivation
 making public recognition of achievements and initiatives

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